Flexible Work, Flexible Penalties: The Effect of Gender, Childcare, and Type of Request on the Flexibility Bias

Munsch, Christin L.

doi:10.1093/sf/sov122

Cited by 122 publications

(137 citation statements)

References 41 publications

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“…Respondents were recruited through Amazon's MechanicalTurk (MTurk), where members perform “human intelligence tasks” (HITs) such as surveys in exchange for payment. Research consistently suggests that MTurk is a good source of high‐quality data and supports its use in social research (Mullinix et al ; Weinberg et al ), and MTurk samples are commonly used in research published in leading social science journals (e.g., Abascal ; Munsch ). Respondents were restricted to United States residents over the age of 18 who had a 90 percent or higher prior approval rating on MTurk (reflecting their completions of prior HITs).…”

Section: Methodsmentioning

confidence: 98%

Moral Foundations, Intuitions of Justice, and the Intricacies of Punitive Sentiment

Silver

2017

Law Soc Rev

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Section: Methodsmentioning

confidence: 98%

Moral Foundations, Intuitions of Justice, and the Intricacies of Punitive Sentiment

Silver

2017

Law Soc Rev

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“…Swanberg et al 2005;Golden 2009). In addition, studies have shown that men are more likely to have and be given access to schedule control (Golden 2009;Ortega 2009;Minnotte et al 2010;Lyness et al 2012;Brescoll et al 2013), even if the reason for the access is for childcare purposes (Munsch 2016). Regarding parental status, there is evidence that being a parent -especially of young children -increases the availability of schedule control (Golden 2009;Minnotte et al 2010), while others found parental status to be insignificant (Swanberg et al 2005;Ortega 2009).…”

Section: Who Has Access To Schedule Control?mentioning

confidence: 99%

National-Level Family Policies and workers’ Access to Schedule Control in a European Comparative Perspective: Crowding Out or In, and for Whom?

Chung

2017

Journal of Comparative Policy Analysis: Research and Practice

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“…Flexible working can be used by workers for a variety of reasons. Previous research demonstrates that it is used, and expected to be used, for different purposes depending on the workers' gender, parental status, and occupation (Singley and Hynes 2005;Brescoll et al 2013;Munsch 2016;Gerstel and Clawson 2014). Thus, we can expect that outcomes, including increased unpaid overtime, will depend on the purpose for which flexible working is used for.…”

Section: Introductionmentioning

confidence: 99%

Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

Chung

Horst

2018

Soc Indic Res

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Recent studies have shown that flexible boundaries between work and family may make employees work harder and longer. Yet most studies were not able to show whether there are differences across different types of flexible working arrangements, and whether this relationship may only hold for certain groups of workers. We examine how three different types of flexible working arrangements, that is schedule control, flexitime, and teleworking, are associated with an increase in unpaid overtime hours of workers in the UK using the Understanding Society data from 2010 to 2015 and fixed effects panel regression models. Results show that the flexible arrangements that were introduced primarily for work-life balance purposes, i.e., flexitime and teleworking, do not necessarily increase unpaid overtime hours significantly. On the other hand, workers' control over their schedule, mainly introduced as a part of high-performance strategies, leads to increased unpaid overtime hours. This is especially true for professional men, and women without children, especially those working full-time, and surprisingly part-time working mothers. The results of this study point to the importance of distinguishing between different groups of workers as well as between different types of arrangements when examining outcomes of flexible working. Furthermore, the results of the study contribute to the argument that performance enhancing flexible working arrangements can potentially exacerbate gender inequalities in the labour market by enabling men to commit more time to their jobs, while for women, especially full-time working mothers, this may be less possible.

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Flexible Work, Flexible Penalties: The Effect of Gender, Childcare, and Type of Request on the Flexibility Bias

Cited by 122 publications

References 41 publications

Moral Foundations, Intuitions of Justice, and the Intricacies of Punitive Sentiment

Moral Foundations, Intuitions of Justice, and the Intricacies of Punitive Sentiment

National-Level Family Policies and workers’ Access to Schedule Control in a European Comparative Perspective: Crowding Out or In, and for Whom?

Flexible Working and Unpaid Overtime in the UK: The Role of Gender, Parental and Occupational Status

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